roles, responsibilities and competencies for clinical

Chair: Elaine Baylis QPM Chief Executive: Maz Fosh

Roles, Responsibilities and Competencies

for Clinical Staff (Bands 2- 8a) Policy

Reference No: P_CS_59

Version 1

Approved by: Deputy Director of Nursing & Quality

Date approved: 9 July 2020

Name of author: Effective & Advanced Practice Lead and

Clinical Practice Educator

Name of responsible committee / individual Effective Practice Assurance Group

Date issued: July 2020

Review date: July 2022

Target audience: All Clinical Services

Distributed via Website

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Roles, Responsibilities and Core Generic Competencies for Clinical Staff

(Bands 2-8a ) Policy

Version Control Sheet

Version Section / Para / Appendix

Version / Description of Amendments

Date Author / Amended by

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New policy July 2019 Vicki Lightfoot/Ruth

Cocks

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5

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10

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Copyright © 2020 Lincolnshire Community Health Services NHS Trust, All Rights Reserved. Not to be

reproduced in whole or in part without the permission of the copyright owner.

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(Bands 2-8 A) Policy

Contents

Procedural Document Statement ............................................................................... 4

1. Introduction .......................................................................................................... 4

2. Background ......................................................................................................... 5

3. Responsibilities ...................................................................................................... 6

4. Competencies ........................................................................................................ 7

5. Duties and responsibilities ...................................................................................... 7

6. The Policy .............................................................................................................. 8

7. Monitoring compliance and effectiveness ............................................................. 10

8. Dissemination ....................................................................................................... 11

9 Roles and responsibilities ...................................................................................... 13

10. Academic progress Band 2 – 8A ........................................................................ 13

References ............................................................................................................... 15

Appendix 1 Competency flow chart .......................................................................... 16

Appendix 2 ............................................................................................................... 17

Appendix 3 - Monitoring Template ........................................................................... 22

Appendix 4 - Equality Analysis ................................................................................. 23

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(Bands 1-8a ) - Framework Document for Staff and Managers

Procedural Document Statement

“The NHS should continually and forever reduce patient harm by embracing

wholeheartedly an ethic of learning” (Professor Don Berwick cited by HEE, 2016).

Health Education England (HEE) also state that creating an environment where

patients are at the centre of care, treated with openness and honesty and where staff

are trained to focus on patient needs, in turn, provides safe care (2016). In order to

deliver high quality, patient centred care, staff must ensure they are safe and

competent to carry this out in line with their scope of practice. The NHS interim

people plan (2019) supports the requirement for staff to be supported to deliver the

care required of them.

1. Introduction

1.1. The purpose of this document is to clarify the roles, responsibilities and core

competencies of clinical non-registered staff [support worker] and registered

professionals working in all clinical areas within Lincolnshire Community Health

Services NHS Trust (LCHS). It describes the generic aspects of bands 2-8a roles

and also outlines the core generic competencies required for each band and the

requirement for staff to have specialist skills aligned to the needs of the local health

population. By complying with this policy, the organisation is able to set out and

evidence competence in a structured and equitable way and continue to achieve

LCHS aspirations to support the ethic of learning

1.2. There is considerable variation across clinical areas relating to specific

competencies as well as support worker competencies. Support workers are key to

delivering a timely and efficient healthcare service and must only undertake

delegated activity of certain tasks and duties that are within their scope of

competence, making sure that they fully understand the instructions (The Code,

NMC 2018). Therefore, this document provides a framework to assure the

competency of clinical staff (bands 2-8a) excluding medical staff, and must be used

to ensure that a member of staff is competent to carry out the tasks delegated to

them.

1.3. The overall purpose is to:-

Identify knowledge and skills of varying bands required to be competent

Quality assurance of competency level within the organisation

Identify staff learning and development needs

Guide continuing professional development

Promote career progression

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2. Background

2.1. The Shape of Caring Review (2015) recommends developing the support

worker role in order to provide greater benefits for patients, the NHS and the

individuals who are trained. There is a recognised need to expand the numbers of

non-registered staff in order to meet the growing demands as well as looking at the

skill mix of areas and subsequent workforce planning.

2.2. The Francis report (2013) and the review by Cavendish (2013) recommend a

well-defined and consistent approach to training so that registered practitioners feel

confident in delegating clinical care activities to all unregistered staff.

2.3. Key objectives for clinical staff (Bands 2-8a) can be found in the Overview of

Scope of Practice and Accountability. Appendix 2

2.4. LCHS support a career pathway for staff and offer progression guidance and

opportunities for those staff who want to develop.

2.5. LCHS support progression pathways for all clinical staff and this must be

incorporated in to the annual appraisal process in discussion with line managers to

identify individual learning, service needs and training needs analysis.

2.6. Staff progression to advanced banding must also be identified in workforce

plans.

2.7. This framework applies to all Trust clinical staff (bands 2-8a) and will provide

organisational assurance that all skills and competencies are centrally approved

within a governance framework.

2.8. It is recognised that clinical staff who work within specialist teams or areas may

be required to undertake tasks that are outside of the core generic competencies

outlined in this policy. Where specific tasks are identified, there must be a Trust

clinical competency to support this. All new competencies that are developed must

be approved and ratified through LCHS standard governance routes. See Appendix

1 flowchart.

2.9. Implementation of this policy will ensure that:

staff only carry out tasks and duties within their scope of competence

staff have a clearly defined pathway for career progression

staff are supported and developed and retention of existing staff is increased

organisation is clear on clinical skills training etc. pipeline planning

2.10. The development and investment of the workforce in all professions is

acknowledged to support the recruitment and retention of the workforce now and into

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the future.

3. Responsibilities

3.1 All staff must be compliant with the responsibilities outlined in their job

description with regards to responsibility for patient care as well as all other

responsibilities stated including mandatory training requirements relevant to their

role. Any gaps in knowledge must be identified and discussed with their line

manager and an action plan agreed as outlined in LCHS Your Performance Matters

policy.

3.2. All staff must actively participate in supervision sessions with their line manager

and/or peers and this should be documented and evidenced in accordance with the

LCHS Clinical Supervision policy. A minimum of one session 3 monthly is required.

3.3. Staff must keep their knowledge and skills up to date and relevant to their scope

of practice through continuing professional development and must only practice

within their own limits, skill and experience (HCPC, 2016). The staff member is

responsible for maintaining accurate records of their CPD and competence to carry

out their role, for registered staff this supports revalidation.

3.4. Any performance, conduct or capability issues should be managed in line with

Trust policy.

3.5. Competence is about the possession of knowledge and skills required to carry

out a skill or task. Competence however does not last forever, so in order to remain

competent, staff must regularly perform the skill and continually update and adapt

their practice when appropriate as processes and systems change. It requires

reviewing as per individual competency requirement. See the Clinical competence

library for renewal periods.

3.6. Annual appraisals should include discussion around the competencies required

and any new competencies that may be needed for the job role and the in-house or

external education and training that will be required. If core skills are not being

achieved a plan of action to address this must be acknowledged in any appraisal

documentation.

3.7. All staff must discuss with their line manager/supervisor at their appraisal and

self-declare that they are compliant, competent and up to date with all competencies

identified for their role. This will be completed via a discussion with their supervisor

during their appraisal and signed off when both parties are in agreement. Staff are

encouraged to take evidence of their competence with them to form part of this

discussion. Where competencies are identified for achievement, this can form part of

staff objectives for the coming year.

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3.8 This framework applies to bank staff and those on fixed term contracts. Agency

staff must have the required competencies to fulfil the responsibilities outlined in the

job description for the role they are undertaking including mandatory training being

up to date. The agency is responsible to ensure that these competencies are

evidenced. In addition, it is the Agency staff’s responsibility to provide evidence of

competencies on appointment as well as identifying knowledge and skills where they

are not competent to perform in relation to the role required. It is the responsibility of

the organisation’s clinical lead within the specific area of work to seek evidence of

competence and assign duties accordingly.

4. Competencies

Definitions

4.1 Clinical Skill – for the purposes of this policy, a clinical skill relates to any patient-

care related activity. Each service should have a list of the clinical skills that this

policy covers.

4.2 Competency Assessment – an assessment that is both undertaken by the

assesse and completed by the assessor. The competency assessment once

completed only ensures that the person is competent at the time of assessment.

4.3 Assessor – a person who has the necessary attributes to assess see 6.2 for

more detail.

5. Duties and responsibilities

5.1 The Chief Executive has overall responsibility for ensuring that the Trust meets

its statutory and non-statutory obligations, with overview that staff are competent to

undertake clinical skills delivery.

5.2 The Director of Nursing, AHP’s and Operations is responsible for ensuring that

staff uphold the principles of delivering safe care to patients, take personal

accountability for care provision and omissions; that appropriate procedures are

developed, implemented and maintained.

5.3 The Clinical Practice Education Team in collaboration with the Learning and

Development team, and specialist leads, is responsible for the overarching

management of the clinical competency library including the administration updating

and the library remains reflective of the workforce needs, supporting the workforce

to achieve identified core and specialist clinical skills to deliver care to the local

population.

5.4 Service Management Teams are responsible for

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Ensuring that the requirements of this policy and related policies and

procedures, are effectively managed within their services, and that clinical

staff are aware of, and apply, those requirements.

Developing and maintaining a list of the clinical skills that are covered by their

service.

5.5 Line managers are responsible for:

Ensuring staff have the skills and knowledge to perform their role safely and

effectively, and to meet the needs of the service.

Ensuring staff maintain their clinical skills.

Ensuring there are local assessors of competence for each essential clinical

skill, within their team or service, and that that those staff have the skills and

knowledge to do this effectively.

As a minimum all staff should have competency level reviewed annually at appraisal.

5.6 Assessors of clinical competency are responsible for:

Assessing an individual practitioner’s knowledge and competencies in

designated skills.

Ensuring they are trained, competent and current in performing the skill they

are assessing.

Ensuring they have sound knowledge of the relevant policies and procedures

relating to the skill they are assessing.

5.7 Staff undertaking a new clinical competency are responsible for:

Practicing the skill according to the relevant policies and procedures.

Knowing their own limitations and to know when to seek advice or escalate to

concerns.

Seeking further training and assessment of competence after periods of

extended absence or where lack of clinical opportunities has compromised

potential competence.

On completion of the competency assessment, the assessed staff member

should record and safely store evidence to support competency and this will

be reviewed annually at appraisal.

6. The Policy

6.1 Competency assessments

Each clinical skill must have its own set of identified competencies, outlined in the

relevant policy or Standard Operating Procedure (SOP). The responsibility for this

sits with the appropriate specialist lead for that skill.

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If there is no competency assessment available for a specific clinical skill, a generic

assessment form may be used and adapted for the skill being assessed. See

appendix one competency flow.

All competency assessments for clinical skills are listed in the competency library

within the staff intranet site once they have been ratified by the appropriate

governance route and will be uploaded by the Clinical Practice Education Team.

6.2 Who Can Assess?

Registered professionals or Band 4 and above staff that are trained and competent

in a clinical skill, may assess the competence of others in that skill.

6.3 The Assessment Process

The assessor is responsible and accountable for appropriate assessment of

competence at the time the assessment is carried out, not for the ongoing practice of

the individual assessed.

A period of supervised practice is recommended, prior to assessment of

competence, where the skill is practiced under the direct supervision of a competent

individual.

Following a recommended period of supervised practice, staff should be formally

assessed using the competence form. If competence is achieved this must be signed

before the staff member can undertake the clinical skill in practice, therefore

supervised practice must continue until competence is signed.

If a member of staff does not reach the required level of competence following 2

formal assessments, even with appropriate support and guidance, the assessor of

practice must refer to the individual’s line manager for review.

6.4 Maintaining Competence and Reassessment of Competence

Each individual competence will have a statement to define if and when the

competence requires reassessment; this will be documented within the competency

library on the intranet.

It may be necessary for staff to access further updates/ training to enable them to

practice competently and confidently. This should be considered after periods of

extended absence through sickness or maternity leave or where lack of clinical

opportunities has compromised potential competence. The requirement to undertake

updates and competence will be on an individual basis with line manager or when

out of scope to policy.

If a clinical skill has not been practiced regularly for up to 12 months, refresher

training and reassessment of competence may be undertaken. If it has not been

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undertaken for a longer period, then full training and reassessment of competence

will be needed. The staff member must discuss and agree their ongoing training

needs with their line manager, the Clinical practice educator or learning and

development team if necessary.

6.5 New staff from other Healthcare Organisations

New staff (including bank staff) recruited from other healthcare organisations may

continue to practice existing clinical skills once they have completed the following

process:

Produce a certificate of training and documentation of competency

assessment from their previous healthcare employer.

Familiarise themselves with the specific policies and procedures relating to

that skill including Infection, Prevention and Control.

Undergone a competency assessment of the skill/s.

If staff cannot produce the required certificates and assessment from their previous

healthcare employer, they need to discuss their experience relating to this skill with

an appropriate registered professional. If the registered professional is assured that

the staff member has the appropriate skills and knowledge, the individual may then

undergo the appropriate competency assessment for that skill before they practice

the skill. If the registered professional is not assured, the staff member will be

required to attend the relevant formal training course.

6.6 Agency Staff

Agency staff must provide written evidence of training and competence in a

particular skill before utilising it as stated in section 3.8.

7. Monitoring compliance and effectiveness

7.1 Review of evidence of competency will be undertaken at the time of appraisal to

ensure the staff member is still utilising their competencies and is still capable and

confident in their abilities in line with the their job description and local service needs.

7.2 All incidents, complaints and feedback relating to assessment of competence will

be monitored locally by team leaders/ward managers and matrons. Good practice,

any shortfalls, action points and lessons learnt will be discussed at the relevant

Governance Groups, who will be responsible for ensuring improvements, where

necessary, are implemented. The results and action plans resulting from any audits

related to this policy will be disseminated through the Trust’s communication

methods.

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8. Dissemination

8.1. The Royal College of Nursing (RCN) ((2015), citing (Cox, (2010)) states that the

law imposes a duty of care on practitioners, whether they are healthcare assistants,

assistant practitioners, students, registered nurses or others, when it is reasonably

foreseeable that they might cause harm to patients through their actions or failure to

act.

8.2. The HCPC Standards of conduct, performance and ethics (2016) state that

registrants must make sure that their conduct justifies the public’s trust and

confidence in them and the profession.

8.3. Registrants must be open and honest when something has gone wrong with the

care, treatment or other services they provide and make sure that service users or,

where appropriate, their carers, receive a full and prompt explanation of what has

happened and any likely effects. This is in line with Duty of Candor Policy.

8.4. LCHS is accountable to both the criminal and civil courts to ensure that their

activities conform to legal requirements. In addition, employees are accountable to

LCHS via their contract of employment. The Trust provides employees with this

insurance through vicarious liability.

8.5. The registered practitioner is accountable to their regulatory and professional

bodies in terms of standards of practice and patient care and must ensure that they

continue to meet them (HCPC, 2016). Registrants also have a duty of care and a

legal liability with regard to the patient (NMC, 2018).

8.6. The registered practitioner is accountable for the appropriate and effective

delegation of activities and it is their responsibility to ensure that the person they are

delegating the activities to, has the competency, confidence and expertise to carry

them out safely. Staff must continue to provide appropriate supervision and support

to those they delegate work to (HCPC, 2016). The unregistered practitioner is

responsible to feedback to the registered practitioner an activities completed under

their delegation.

8.7. Having accepted the task, the support worker, is accountable for their actions. In

a situation when the support worker feels they do not have the necessary skills or

ability, or that the patient status has changed, then they must alert the registered

practitioner immediately. The NMC (2018) states the following:

Support workers have a duty of care and therefore a legal liability with regard

to the patient. They must ensure that they perform competently. They must

also inform another when they are unable to perform competently.

8.8. The RCN: Accountability and Delegation Guide (2015) states that in order for

anyone to be accountable, they must:-

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Have the ability, knowledge and skills to perform the activity

Accept the responsibility to do the activity

Have the authority to perform the activity within their role, job description and

the policies and protocols of the organisation.

8.9. The 4 steps to safe practice that all clinical staff should adhere to are:-

Can the individual

demonstrate their

competence?

Is it permissable within local governance

policies?

Are there National Clinical

Governance standards restricting practice?

Is the practice legally

restricted?

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9 Roles and responsibilities

9.1. The Care Process is the common thread uniting healthcare workers in every

field and provides a framework in which to base holistic, patient centred practice.

This 4 step process is the core of everything we do as healthcare workers and

consists of:

Assessing

Diagnosing

Planning Intervention; and

Evaluating care (Wilkinson, J, 2011)

9.2. Healthcare workers at different bandings will contribute to the Care Process in

different ways. Overarching responsibility for this process will remain with the

registered practitioner ensuring they have been suitably trained and competency

assessed in accordance with Trust policy and procedure.

10. Academic progress Band 2 – 8A

10.1. Although this is not prescriptive the table below is an indication of the academic

requirements.

10.2. Overview of qualifications by role:

Banding Qualification and level

required

Functional Skills

(English and Maths) Experience/entry criteria

Entry level

Apprentice –

annex 21 (70%

of band2)

None, however must

be willing to work

towards a level 2

vocational qualification

relating to their clinical

area

None, however

must achieve a

level 1 by the end of

the programme and

attempt level 2

None

Band 2

Have, or be willing to

work towards a Level 2



area

English L1 or GCSE

English grade A-

D/4-7

Maths L1 or GCSE

Maths grade A-D/4-

7

Prior experience of

working in care setting or

college course desirable

Band 3 Have, or willing to work

towards a Level 3

English L1 or GCSE

English grade A-

Prior experience of

working as a Band 2

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area

D/4-7

Maths L1 or GCSE

Maths grade A-D/4-

7

support worker essential

(or relevant experience)

Band 4

Level 5 Foundation

Degree relating to their

clinical area.

English L1 or GCSE

English grade A-

D/4-7 Maths L1 or

GCSE Maths grade

A-D/4-7

Experience of working in

a healthcare setting

(minimum 6 months), L2

or L3 qualification

Band 5 Level 6 or above English L1 or GCSE

English grade A-

D/4-7 Maths L1 or

GCSE Maths grade

A-D/4-



(minimum 12 months),

Band 6 Level 6 or above English L1 or GCSE

English grade A-

D/4-7 Maths L1 or

GCSE Maths grade

A-D/4-




Band 7 Level 7 study or above English L1 or GCSE

English grade A-

D/4-7 Maths L1 or

GCSE Maths grade

A-D/4-




Band 8a Level 7 qualification English L1 or GCSE

English grade A-

D/4-7 Maths L1 or

GCSE Maths grade

A-D/4-




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References

Cox, C. (2010). Legal Responsibility and Accountability. Nursing Management 17:3:18-20 June 2010

Department of Health (2013) The Cavendish Review: An Independent Review in to Healthcare Assistants and Support Workers in the NHS and Social Care Settings.

Francis, R (2013) Report of the Mid Staffordshire NHS Foundation Trust Public Enquiry: Executive Summary. London: Stationary Office, Feb 6; 2013

Health Education England (March 2015) Shape of Caring Review (Raising the Bar)

Health Education England (March 2016) Improving safety through education and training

HCPC (2016) Standards of conduct, performance and ethics Nursing and Midwifery Council (2018) The Code: professional standards of

practice and behaviour for nurses and midwives Nursing and Midwifery Council (October 2018) Standards of proficiency for

nursing associates Royal College of Nursing (2015) Accountability and Delegation: A Guide for

the Nursing Team Wilkinson, J. (2011) Nursing Process and Critical Thinking (5 Ed) Pearson Department of Health (2013). Patients First and Foremost: The Initial

Government Response to the Report of the Mid Staffordshire NHS Foundation Trust Public Inquiry.

Clinical Skills – Developing and Maintaining a Competent Clinical Workforce. Version 2, Musgrove Park Hospital

NHSLA (2011). Risk Mandatory Standards – 2011/12. V1 Royal Marsden Nursing Manual of Nursing procedures (2015) 9th Edn Nursing and Midwifery Council. 2015. The Code: Professional Standards of

Practice and Behaviour for Nurses and Midwives. London: NMC

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Appendix 1 Competency flow chart

Competency required for clinical skills

Is there a national competency in existence from skills for health or a national body ?

Yes

Use this competency

No Is there a regional or systems wide competency?

No

Yes

You will need to identify your own clinical competency

Take competency to relevant Governance route for ratification

Once competency ratified it must be sent to [email protected] - to be placed on competency library

Is there an existing competency that can be updated? No

Yes

Update competency

Use the LCHS clinical competency framework outline to form competency:

mailto:[email protected]

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Appendix 2

Overview of Scope of Practice and Accountability

Band 2 Support Worker – Help, Support

and Contribute to care of patients

Band 3 Senior Support Worker –

Undertake, Monitor and Promote care of

patients

Band 4 Assistant Practitioner/Nursing

Associate – undertake & monitor the care

of patients & act/respond accordingly

Band 5 Registered Practitioner (or non-

registered therapy practitioner) is accountable

for the care process and appropriately

delegating activities

Accountable for accepting tasks

delegated to them ensuring they

are working within their scope of

practice, skills and knowledge in

line with the care process Supervised by a registered

practitioner, assistant practitioner,

nursing associate, senior support

worker Compliant with responsibilities

outlined in job description,

personal profile and specific





line with the care process Accountable for delegating tasks

to Bands 1 and 2 Supervised by a registered

practitioner, assistant practitioner,

nursing associate Able to supervise Bands 1 and 2 Compliant with responsibilities





line with the care process Accountable for delegating tasks

to Bands 1, 2 and 3 NAs professionally accountable

for delegating tasks Able to supervise and direct the

work of Bands 1-3 Supervised by a registered

Professionally accountable for

accepting tasks delegated to them

within their scope of practice, skills,

knowledge and judgement in line

with the care process Professionally accountable for

delegating tasks to Bands 1-4 Able to supervise and direct the

work of Bands 1-4 Responsible for:- Delivery of patient care –

assessment, diagnosing, planning

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competencies required Works within own sphere of

competence, code of conduct and

standards of practice at all times Can assess Care Certificate



competencies required Works within own sphere of


standards of practice at all times

practitioner Compliant with responsibilities



competencies required Responsible for delivery of patient

care, assessment and planning Works within own sphere of


standards of practice at all times Competent across nursing and

AHP practices appropriate to

specialty (Assistant Practitioners) Working to NMC regulatory

requirements (Nursing

Associates)

and evaluation

Care management

Professionally accountable for

unregistered staff bands 1-4

Competent across wide range of

clinical skills Works within own sphere of


standards of practice at all times Can assess Level 2 & 3

qualifications and mentor pre-

registration students, nursing

associates and assistant

practitioners Compliant with responsibilities

outlined in job description, personal

profile and specific competencies

required Educated to Degree level (or

equivalent)

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Overview of Scope of Practice and Accountability

Band 6 Registered Practitioner is accountable for the care process and appropriately delegating activities

Professionally accountable through registrations for accepting tasks delegated to them within their scope of practice, skills, knowledge and judgement in line with the

care process Responsible for some managerial responsibility for clinical staff Taking on the responsibility to deputise for the Band 7 in their absence Professionally accountable for delegating tasks to Bands 1-5 Able to supervise and direct the work of Bands 1-5 Responsible for:-

Delivery of patient care – assessment, diagnosing, planning and evaluation o Care management

Professionally accountable for unregistered staff

Competent across wide range of clinical skills Works within own sphere of competence, code of conduct and standards of practice at all times Can assess Level 2 & 3 qualifications and mentor pre-registration students, nursing associates and assistant practitioners Compliant with responsibilities outlined in job description, personal profile and specific competencies required Expectation that staff working at this level have been educated to Degree level (or equivalent) and have completed modules pertaining to Leadership and clinical

specialties as appropriate Demonstrates the ability to work with teams motivating and empowering them to deliver excellent standards of patient care and service Demonstrates the ability to use professional knowledge and experience to influence decision making processes in order to improve outcomes for patients and staff Demonstrates excellent understanding of accountability issues in relation to delegation and is able to share knowledge with less experienced / junior staff Demonstrates the ability to delegate activities in an effective manner, recognising and respecting different job roles and competencies levels of staff to whom

delegating Demonstrates clear clinical leadership and is a positive role model promoting the Trust values at all times Monitors team competency, effectiveness and efficiency Supports ward/clinical manager to maintain and improve quality and safety Supports ward/clinical manager in the operational management responsibility of the ward/service/team

Band 7 Registered Practitioner is accountable for the care process and appropriately delegating activities

Professionally accountable through registrations for patient care within their scope of practice, skills, knowledge and judgement in line with the care process

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Responsible for managerial responsibility for clinical staff in their identified teams

Taking on the responsibility to deputise for the Band 8 in their absence

Professionally accountable for delegating tasks to Bands 1-6

Able to supervise and direct the work of Bands 1-6

Responsible for:-

Delivery of patient care – assessment, diagnosing, planning and evaluation of Care management


Competent across wide range of clinical skills

Works within own sphere of competence, code of conduct and standards of practice at all times

Can assess Level 2 & 3 qualifications and mentor pre-registration students, nursing associates and assistant practitioners

Compliant with responsibilities outlined in job description, personal profile and specific competencies required

Expectation that staff working at this level have been educated to Degree level (or equivalent) and have completed modules pertaining to Leadership and clinical

specialties as appropriate

Demonstrates the ability to work with teams motivating and empowering them to deliver excellent standards of patient care and service

Demonstrates the ability to use professional knowledge and experience to influence decision making processes in order to improve outcomes for patients and staff

Demonstrates excellent understanding of accountability issues in relation to delegation and is able to share knowledge with less experienced / junior staff

Demonstrates the ability to delegate activities in an effective manner, recognising and respecting different job roles and competencies levels of staff to whom

delegating

Demonstrates clear clinical leadership and is a positive role model promoting the Trust values at all times

Monitors team competency, effectiveness and efficiency

Acts to maintain and improve quality and safety

Holds operational management responsibility of the ward/service/team

Supports HOC/ matron in the operational management responsibility of the ward/service/team

Band 8aRegistered Practitioner is accountable for the care process and appropriately delegating activity

Professionally accountable through registrations for patient care within their scope of practice, skills, knowledge and judgement in line with the care process

Responsible for managerial responsibility for clinical staff in their identified teams

Taking on the responsibility to deputise for the Matron in their absence

Professionally accountable for delegating tasks to Bands 1-7

Able to supervise and direct the work of Bands 1-7

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Responsible for:-

Delivery of patient care – assessment, diagnosing, planning and evaluation of Care management


Competent across wide range of clinical skills

Works within own sphere of competence, code of conduct and standards of practice at all times

Can assess Level 2 & 3 4 qualifications and mentor pre-registration students, nursing associates and assistant practitioners

Compliant with responsibilities outlined in job description, personal profile and specific competencies required

Expectation that staff working at this level have been educated to masters level (or equivalent) and have completed modules pertaining to Leadership and clinical

specialties as appropriate

Demonstrates the ability to work with teams motivating and empowering them to deliver excellent standards of patient care and service

Demonstrates the ability to use professional knowledge and experience to influence decision making processes in order to improve outcomes for patients and staff

Demonstrates excellent understanding of accountability issues in relation to delegation and is able to share knowledge with less experienced / junior staff

Demonstrates the ability to delegate activities in an effective manner, recognising and respecting different job roles and competencies levels of staff to whom

delegating

Demonstrates clear clinical leadership and is a positive role model promoting the Trust values at all times

Monitors team competency, effectiveness and efficiency

Acts to maintain and improve quality and safety

Holds operational management responsibility of the ward/service/team

Supports HOC/ matron in the operational management responsibility of the ward/service/team

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Appendix 3 - Monitoring Template This template should be used to demonstrate compliance with NHSLA requirements for

the procedural document where applicable and/or how compliance with the document

will be monitored.

Minimum

requirement to

be monitored

Process for

monitoring

e.g. audit

Responsible

individuals

/group

/committee

Frequency of

monitoring

/audit

Responsible

individuals /

group /

committee (multi-

disciplinary) for

review of results

Responsible

individuals /

group /

committee for

development

of action plan

Responsible

individuals / group

/ committee for

monitoring of

action plan

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Appendix 4 - Equality Analysis

Introduction

The general equality duty that is set out in the Equality Act 2010 requires public

authorities, in the exercise of their functions, to have due regard to the need to:

Eliminate unlawful discrimination, harassment and victimisation and other conduct

prohibited by the Act.

Advance equality of opportunity between people who share a protected

characteristic and those who do not.

Foster good relations between people who share a protected characteristic and

those who do not.

The general equality duty does not specify how public authorities should analyse the

effect of their existing and new policies and practices on equality, but doing so is an

important part of complying with the general equality duty. It is up to each organisation

to choose the most effective approach for them. This standard template is designed to

help LCHS staff members to comply with the general duty.

Please complete the template by following the instructions in each box. Should you

have any queries or suggestions on this template, please contact Rachel Higgins,

Equality and Diversity lead.

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Name of Policy/Procedure/Function*

Equality Analysis Carried out by: V.Lightfoot and

R.Cocks

Date:25/7/19

Equality & Human rights Lead:

Date:

Director\General Manager:

Date:

*In this template the term policy\service is used as shorthand for what needs to

be analysed. Policy\Service needs to be understood broadly to embrace the full

range of policies, practices, activities and decisions: essentially everything we

do, whether it is formally written down or whether it is informal custom and

practice. This includes existing policies and any new policies under

development.

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Section 1 – to be completed for all policies

A.

Briefly give an outline of the key

objectives of the policy; what it’s

intended outcome is and who the

intended beneficiaries are

expected to be

To provide quality assurance to roles,

responsibilities and competency for

clinical staff (Band 2 – 8A excluding

medical workforce).

B.

Does the policy have an impact on

patients, carers or staff, or the

wider community that we have

links with? Please give details

Patient

Staff

Systems working

C.

Is there is any evidence that the

policy\service relates to an area

with known inequalities? Please

give details

No

D.

Will/Does the implementation of

the policy\service result in

different impacts for protected?

No

Yes No

Disability X

Sexual Orientation X

Sex X

Gender Reassignment X

Race X

Marriage/Civil Partnership X

Maternity/Pregnancy X

Age X

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Religion or Belief X

Carers X

If you have answered ‘Yes’ to any of the questions then you are required

to carry out a full Equality Analysis which should be approved by the

Equality and Human Rights Lead – please go to section 2

The above named policy has been considered and does not require a full equality

analysis

Equality Analysis Carried out by: V.Lightfoot R.Cocks

Date: 25/7/19

roles, responsibilities and competencies for clinical

Documents